scholarly journals A consideration of organisational sustainability in the SME context

2014 ◽  
Vol 38 (5) ◽  
pp. 398-414 ◽  
Author(s):  
Colette Darcy ◽  
Jimmy Hill ◽  
TJ McCabe ◽  
Philip McGovern
Keyword(s):  
Human Resource ◽  
Social Constructionism ◽  
Composite Model ◽  
Future Research ◽  
Resource Base ◽  
Resource Based View ◽  
Content Type ◽  
The Right ◽  
Practical Implications

Purpose – The purpose of this paper is to consider organisational sustainability in the small- to medium-sized enterprises (SME) context focussing on a resource-based view. The paper overlays two contrasting perspectives: those of the SME and human resource (HR) perspectives to allow for the development of a composite model of organisational sustainability for SMEs. Design/methodology/approach – The paper overlays four models of Carson’s (1985, 1990) small firm evolution and unique characteristics of SMEs; Wright et al.’s (2001) pertaining to the application of the resource-based view of the firm perspective to strategic HR and Boudreau and Ramstad (2005) model of effectiveness, efficiency and impact of talentship. The paper, in particular, considers the human resource management (HRM) perspectives pertaining to the overlay and considers how these might impact organisational sustainability. Findings – An outcome of the paper is the development of a composite model to the SME and HR perspectives of organisational sustainability and its applicability to the SME context. Research limitations/implications – The paper suggests a number of emergent areas for future research. Future research should focus on the intangible aspects and softer elements of the organisational resource base. The majority of work in this area is grounded in the positivist paradigm. Future research should consider a pluralists perspective and draw on traditions of the post-positivist paradigm, for example, social constructionism. Practical implications – SME-support agencies and consultants who work with SMEs need, therefore, to work with them in assessing their competency spectra and then to help them develop the talent pools required to effect continued growth and success. In doing so SMEs need to be guided towards a better understanding of the traditional temporal cycle of recruitment; in essence, they need to ensure that they have the right competency set in situ in the early stages of the firms’ development. Originality/value – This paper is unique in its approach to the examination of sustainability within the context of SMEs and, in particular, the HRM aspects which contribute towards organisational survival, growth and sustainability.

HR 2.0: linking Web 2.0 and HRM functions

2016 ◽  
Vol 29 (5) ◽  
pp. 686-712 ◽  
Author(s):  
Malik Faisal Azeem ◽  
Robina Yasmin
Keyword(s):  
Web 2.0 ◽  
Human Resource ◽  
Functional Performance ◽  
Critical Role ◽  
Social Implications ◽  
Future Research ◽  
Web 2.0 Tools ◽  
Content Type ◽  
Hr Practices ◽  
The Right

Purpose The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future research for the upcoming researcher and industry practitioners. Design/methodology/approach By having a thorough literature review on the said Web 2.0 and HR functions’ concepts, the study develops a conceptual model with seven propositions that assist in answering two major research questions, i.e., whether Web 2.0 tools can benefit the four major functions of human resource management (HRM), and to what extent Web 2.0 tools help HR Managers to reap maximum (efficiently and effectively) out of four major functions of HRM. By identifying the possible gaps in use of Web 2.0 tools and HR functional performance, the study identifies potential areas of future research for the upcoming researcher and industry practitioners. Findings HR 2.0 regime (right alignment of Web 2.0 tools and HR functions) will allow both the ends (employee and employer) to drive the organization toward sustainable, long-term business success. Excellence in HR functions following the HR 2.0 concept, can lead the organizations get best desired HR and business outcomes across sectors and industries. Though using Web 2.0 tools in HR functions can encounter various challenges as management of bulky information, time wastage, personal conflicts, threats of losing information confidentiality, etc., but these potential threats can be made less risky by transforming organization culture. Research limitations/implications As the scope of the study was limited to the use of Web 2.0 tools in HR practices, the study provided a generic view of the use of Web 2.0 tools in HR domain. Thus the findings should be used only in HR domain in a variety of contexts. Practical implications The current study adds value to in the exploration of the link between Web 2.0 and HRM in a systematic way because of the fact that Web 2.0 tools as drivers or facilitating tools can play a vital role in execution of HR practices and processes in a secure, effective and efficient manner. The current study also paves the way for the HR practitioners and researcher to extract manifold benefits from the use of Web 2.0 tools in all of its functions with the right understanding. Critical role of HR can be favorably facilitated by Web 2.0 in favor of both, i.e., employees and the employers which could ultimately enable them to create a competitive edge in the market place. The organizations in general (whether private or public, manufacturing or public, small and medium enterprises or MNEs) can extract the real benefits from the right use of Web 2.0 while performing any of their HR function. Enhanced decision making may also be gained using the right mix of Web 2.0 tools and HR practices in any organization. The study also provides a track to the researchers to excavate more associations among the said constructs and to test these relationships in different industries so that maximum HR challenges may be addressed related to the employee and the HR process. Social implications Social implications of the current study can be derived as the main focus is HR practices which are executed by the employees, who if are positively addressed, may gain economic and social up gradations. As for the employers use of Web 2.0 tools in their HR functions not only will bring economic prosperity for themselves but for the employees and the society. Originality/value Conceptual analysis of links between the use of Web 2.0 tools and HR functions to draw the attention of HR practitioners to benefit both employers and employees. Though the use of Web 2.0 is being popular in various other business areas but not for internal employees regarding HR functions. Paper provides the conceptual link of Web 2.0 applications, i.e., blogs, wikis, folksonomies, RSS, podcasts and online social networks with human resource functions.

In search of balance – managing the dualities of HRM: an overview of the issues

2009 ◽  
Vol 38 (5) ◽  
pp. 461-471 ◽  
Author(s):  
Paul Boselie ◽  
Chris Brewster ◽  
Jaap Paauwe
Keyword(s):  
Literature Review ◽  
Human Resource ◽  
Conflicts Of Interest ◽  
Industrial Relations ◽  
Future Research ◽  
Balance Theory ◽  
Content Type ◽  
Multi Level ◽  
Strategic Balance ◽  
Practical Implications

PurposeThe purpose of this paper is to provide an overview of the human resource management (HRM) literature that builds up to our current concern with dualities, paradoxes, ambiguities, and balance issues; and to introduce the six papers in this special issue on managing the dualities in HRM.Design/methodology/approachThe paper presents a literature review taking a historical look at the development of the HR field up to the present awareness of the complexity of the concept and practice of HRM.FindingsAlmost 30 years on, is being found now increasing evidence of the dualities, paradoxes, and ambiguities entailed in HRM.Research limitations/implicationsThe literature review starts with the personnel management (PM)‐HRM and industrial relations‐HRM debates in the 1980s. Earlier work on traditional PM is not debated in this paper.Practical implicationsAfter reading this general review practitioners might gain more insights in the potential tensions, ambiguities, and conflicts of interest that are characteristic for the field of HRM in practice.Originality/valueFirst, this paper highlights the interest of the pluralist perspective in contrast to the dominating unitarist approaches in contemporary human resource studies. Second, this overview presents methodological challenges for example, with regard to multi‐level and multi‐actor research. Finally, the paper presents alternative theories for future research including new institutionalism, strategic balance theory, and health psychology theories.

Use of hashtags to retrieve information on the web

2018 ◽  
Vol 36 (2) ◽  
pp. 286-304 ◽  
Author(s):  
Hanadi Buarki ◽  
Bashaer Alkhateeb
Keyword(s):  
Social Media ◽  
Search Engine ◽  
Future Research ◽  
Content Type ◽  
Retrieval Systems ◽  
Common Interests ◽  
Social Media Tools ◽  
The Right ◽  
Google Search ◽  
Practical Implications

Purpose This paper aims to find out how people use hashtags as a medium of information retrieval and dissemination, and how they are used in social media tools, such as Instagram. Design/methodology/approach A quantitative question estimated the participants’ use of the hashtags during the workshop. Statistical data of the participants and their posts were collected from social network analysis tools. The posts that included the workshop’s designated hashtags were retrieved, recorded, coded and analysed to collect qualitative data. Findings In total, 74 (46 per cent) participants used the workshop’s hashtags to share posts, the retrieval of the hashtags declined by time and Google search engine retrieved the maximum results. It was found that a hashtag would be common when associated with descriptors, and that its use depends on its popularity, followers and its survival time. Finally, hashtags connect people, allow them to express their enthusiasm to reveal common interests and networks them through social media tools such as Instagram. Research limitations/implications The research limitations were in relation to the participants’ demographic information, the non-identification of their gender and hashtags being misspelt. Practical implications The research project summarises the experiences that social media has made connecting easier through the right use of hashtags by providing 24/7 free feedback, the possibility to exchange ideas and by their involvement in promoting and organising events. It also indicates interaction among people sharing the same interest by retrieving subject-based hashtags. Originality/value When retrieving information related to hashtags, it is recommended that multi-retrieval systems, social media tools and search engines should be consulted and not depend on a solo system or tool. Future research is recommended in search for a multi-retrieval social media and search engine tool that standardises the use of hashtags and will retrieve information from different platforms.

Can halal certification influence logistics performance?

2016 ◽  
Vol 7 (4) ◽  
pp. 461-475 ◽  
Author(s):  
Mohamed Syazwan Ab Talib ◽  
Abu Bakar Abdul Hamid ◽  
Thoo Ai Chin
Keyword(s):  
Design Methodology ◽  
Theoretical Framework ◽  
Government Support ◽  
Future Research ◽  
Role Of Government ◽  
Resource Based View ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to establish the halal certification–logistics performance relationship by means of developing a theoretical model and to suggest areas for future research undertakings. The relationship between various forms of certification and logistics performance has been reported in many logistics literature. However, there is paucity in research concerning the relationship between halal certification and logistics performance. Design/methodology/approach The literature representing the concept of halal, halal logistics, institutional support and logistics performance are synthesised to develop a framework. Two distinguished management theories, namely, the resource-based view (RBV) and institutional theory, set the foundation of the proposed theoretical framework. Findings The paper suggests that proper application of resources, in this case halal certification, could positively influence logistics performance. The paper asserts that governmental factors act as the moderator between the halal certification–logistics performance relationship, or could directly influence logistics performance. Research limitations/implications The paper presents a synthesis of previously unconnected variables of halal certification and logistics performance, and integrates the RBV and institutional theories as the basis for a theoretical framework. However, the proposed theoretical framework requires further validation through the supports of additional empirical research. Practical implications Apart from implementing halal certification as a tool to gain business legitimacy, the paper offers insights to logistics service provider as to how halal certification can be used as a mechanism to improve organisational performance, particularly logistics performance. Originality/value This paper is one of the first to establish the relation between halal certification and logistics performance and highlights the prominent role of government support as an independent and moderating factor. It constitutes a preliminary argument that entices research within the halal certification and halal logistics spectrum.

Building better HR departments

2016 ◽  
Vol 15 (3) ◽  
pp. 129-136 ◽  
Author(s):  
Jon Ingham ◽  
Dave Ulrich
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Future Research ◽  
Content Type ◽  
The People ◽  
The Right ◽  
To Receive ◽  
Practical Implications ◽  
Do So

Purpose The purpose of this paper is to provide answers to four questions on building a better human resources (HR) department: why?, who?, what? and how? Design/methodology/approach The paper is based on the accumulated experience of the co-authors. Findings The paper finds that better HR departments create better organizations and will often do this by enabling better relationships between the people working in them. Developing the right relationships is also an increasingly important part of creating an effective HR organization. Research limitations/implications Much attention has been spent on developing HR professionals. The authors also want to make HR departments better. This paper steers future research on HR effectiveness in this direction. Practical implications Senior HR leaders charged with improving their HR department may do so with the roadmap offered by the authors. Originality/value For businesses to receive full value from HR, it is very important to upgrade the quality of HR professionals. It is even more important to upgrade HR departments. This paper suggests how this can be done.

Lacking the right aesthetic

2015 ◽  
Vol 34 (8) ◽  
pp. 692-704 ◽  
Author(s):  
Vijay A. Ramjattan
Keyword(s):  
English Language ◽  
Native Speaker ◽  
Racial Microaggressions ◽  
English Language Teaching ◽  
Future Research ◽  
Content Type ◽  
Customer Preferences ◽  
Language Schools ◽  
The Right ◽  
Practical Implications

Purpose – Expertise in English language teaching (ELT) is determined by being a white native speaker of English. Therefore, ELT is a type of aesthetic labour because workers are expected to look and sound a particular way. As nonwhite teachers cannot perform this labour, they may experience employment discrimination in the form of racial microaggressions, which are everyday racial slights. The purpose of this paper is to investigate what types of microaggressions inform several nonwhite teachers that they cannot perform aesthetic labour in private language schools in Toronto, Canada. Design/methodology/approach – The paper utilizes a critical race methodology in which several nonwhite teachers told stories of racial microaggressions. Findings – The teachers were told that they lacked the right aesthetic through microaggressions involving employers being confused about their names, questioning their language backgrounds, and citing customer preferences. Research limitations/implications – Future research must find out whether nonwhite teachers experience discrimination throughout Canada. Other studies must investigate how intersecting identity markers affect teachers’ employment prospects. Practical implications – To prevent the discrimination of nonwhite teachers (in Canada), increased regulation is needed. The international ELT industry also needs to fight against the ideology that English is a white language. Originality/value – There is little literature that examines language/racial discrimination in the Canadian ELT industry and how this discrimination is articulated to teachers.

Towards a model of the right-hand person

2016 ◽  
Vol 37 (4) ◽  
pp. 520-539
Author(s):  
Yina Mao ◽  
Ching-Wen Wang ◽  
Chi-Sum Wong
Keyword(s):  
Organizational Performance ◽  
Decision Maker ◽  
Future Research ◽  
Joint Decision ◽  
Content Type ◽  
Stepping Stone ◽  
Right Hand ◽  
Top Executive ◽  
The Right ◽  
Practical Implications

Purpose – The purpose of this paper is to propose a model explaining the roles of right-hand person and the factors contributing to the successful relationship between the top executive and the right-hand person. Design/methodology/approach – In-depth qualitative case studies are conducted. Longitudinal observations, interviews with six right-hand persons and the top executives in three organizations are conducted to test the propositions of the model. Findings – Results indicate that different types of congruence between the top executive and the right-hand person are required when the right-hand person is performing the roles of an implementer and joint decision maker. Research limitations/implications – This study extends the leadership literature by investigating the phenomenon of right-hand person of the top executive, which has seldom been studied systematically or scientifically. It provides insights and serves as a stepping stone for future research in this area. One key limitation is that it is a qualitative study with limited samples under investigation. Practical implications – Practical implications concerning how to build up a successful relationship between the top executive and the right-hand person can be drawn from the proposed model. Insight concerning how to collaborate between the top executive and the right-hand person can be drawn from the in-depth case analyses. Social implications – The phenomenon of right-hand person is not limited to business organizations. The collaboration between the key decision maker and his chief assistant should be applicable to other contexts such as non-government organizations. Originality/value – To the best of the knowledge, this is the first paper that investigates the right-hand person phenomenon in the literature. As the right-hand person of the top executive can have important influence on organizational performance, the study may serve as the stepping stone for further understanding of this important phenomenon.

scholarly journals Advantages and potential challenges of data management in e-maintenance

2019 ◽  
Vol 25 (3) ◽  
pp. 378-396 ◽  
Author(s):  
Arian Razmi-Farooji ◽  
Hanna Kropsu-Vehkaperä ◽  
Janne Härkönen ◽  
Harri Haapasalo
Keyword(s):  
Data Management ◽  
Design Methodology ◽  
Management Practices ◽  
Future Research ◽  
Conceptual Approach ◽  
Content Type ◽  
Different Types ◽  
Maintenance Systems ◽  
Industry Leader ◽  
Practical Implications

Purpose The purpose of this paper is twofold: first, to understand data management challenges in e-maintenance systems from a holistically viewpoint through summarizing the earlier scattered research in the field, and second, to present a conceptual approach for addressing these challenges in practice. Design/methodology/approach The study is realized as a combination of a literature review and by the means of analyzing the practices on an industry leader in manufacturing and maintenance services. Findings This research provides a general understanding over data management challenges in e-maintenance and summarizes their associated proposed solutions. In addition, this paper lists and exemplifies different types and sources of data which can be collected in e-maintenance, across different organizational levels. Analyzing the data management practices of an e-maintenance industry leader provides a conceptual approach to address identified challenges in practice. Research limitations/implications Since this paper is based on studying the practices of a single company, it might be limited to generalize the results. Future research topics can focus on each of mentioned data management challenges and also validate the applicability of presented model in other companies and industries. Practical implications Understanding the e-maintenance-related challenges helps maintenance managers and other involved stakeholders in e-maintenance systems to better solve the challenges. Originality/value The so-far literature on e-maintenance has been studied with narrow focus to data and data management in e-maintenance appears as one of the less studied topics in the literature. This research paper contributes to e-maintenance by highlighting the deficiencies of the discussion surrounding the perspectives of data management in e-maintenance by studying all common data management challenges and listing different types of data which need to be acquired in e-maintenance systems.

Conceptual Structure of Lodging-Context Studies: 1990-2016

2019 ◽  
Vol 43 (4) ◽  
pp. 573-594 ◽  
Author(s):  
Mehmet Ali Köseoglu ◽  
Fevzi Okumus ◽  
Eka Diraksa Putra ◽  
Mehmet Yildiz ◽  
Ismail Cagri Dogan
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Conceptual Structure ◽  
Early Growth ◽  
Network Density ◽  
Future Research ◽  
Economic Activities ◽  
Knowledge Domain ◽  
Resource Based View ◽  
Network Analyses

The purpose of this article is to analyze the conceptual structure of lodging-context research. In this regard, 2,632 articles published between 1990 and 2016 were analyzed utilizing network analyses. We find that the knowledge domain of lodging has been expanding, with greater focus on the business and economic activities of hotels. As the network density is low, lodging as a field is at a relatively early growth level and it is open for multidisciplinary collaborations. Articles related to strategy, marketing, and human resource management are relatively mature and well developed. However, some areas such as resource-based view, and cruise business still remain undeveloped and immature. Moreover, as one of the first studies in this field, this work provides an inclusive evaluation of the results, limitations, and suggestions for future research.

scholarly journals Unemployment and spell duration during the Great Recession in the EU

2015 ◽  
Vol 36 (2) ◽  
pp. 216-235 ◽  
Author(s):  
Carlos Gradín ◽  
Olga Cantó ◽  
Coral del Río
Keyword(s):  
Great Recession ◽  
Negative Impact ◽  
Labour Force ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type ◽  
The Great Recession ◽  
Unemployment Spells ◽  
Practical Implications ◽  
The Eu

Purpose – The purpose of this paper is to analyze the different dynamic characteristics of unemployment in a selected group of European Union countries during the current Great Recession, which had unequal consequences on employment depending on the country considered. Design/methodology/approach – The paper follows Shorrocks’s proposal of a duration-sensitive measure of unemployment, and uses cross-sectional data reported by Eurostat coming from European Labour Force Surveys. Findings – The results add some evidence on the relevance of incorporating spells’ duration in measuring unemployment, finding remarkable differences in unemployment patterns in time among European countries. Research limitations/implications – In this paper unemployment is analyzed for all the labor force. Future research should investigate patterns across specific groups such as young people, women, immigrants or the low skilled. Practical implications – It is generally accepted that the negative impact of unemployment on individual welfare can be very different depending on its duration. However, conventional statistics on unemployment do not adequately capture to what extent the recession is not only increasing the incidence of unemployment but also its severity in terms of duration in time of ongoing unemployment spells. The paper shows an easy and practical way to do it in order to improve the understanding of the unemployment phenomenon, using information usually reported by statistical offices. Originality/value – First, the paper provides a tool for dynamic analysis of unemployment based on reported cross-sectional data. Second, the paper demonstrates the empirical relevance of considering spells’ duration when assessing differences in unemployment across countries or in unemployment trends. This is usually neglected or only partially addressed by most conventional measures of unemployment.

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